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Emotional Intelligence is a topic within which we could fully immerse ourselves (and probably blow our minds). At Outlook Partnerships we are not only concerned about harnessing the power of Emotional Intelligence within the workplace, but how this can benefit the organisations with whom we work with.

To truly understand the potential power that EI presents, let’s cover some very basic facts…

What is the significance of EI?

Pre 1990, the most valued characteristic of employees was IQ and it was the basis upon which senior positions, partnerships and seats at the board were awarded. This system of merit did not always work out well for the corporations who applied it. Let’s face it, we have all had a boss at some point who was very clever but did not have the first idea about management or motivation. Emotional Intelligence is so much more than knowledge; it introduces the idea that personality is of more significance when it comes to success.

How could we describe EI?

Emotional Intelligence is all about how you manage yourself and your relationships. It’s about Self Awareness, Self-Management, Social Awareness and Relationship Management. There are a number of ‘learned competencies’ within EI which would make up a ‘wish list’ for forward thinking businesses out there. Skills such as ability to achieve, adaptability, emotional balance, aptitude for teamwork and the provision of leadership. Suffice to say that there are no characteristics within the EI skill lists which we wouldn’t, as HR Managers or Training Managers, welcome with very open arms.

Our 3 top tips to improve your emotional intelligence:

1. Build on your emotional vocabulary – Learn how to pay attention to the emotions of others and to emphasise, put yourself into someone else’s place, talk to them in a way that shows you understand their situation and how they feel.

2. Know yourself – The backbone of Emotional Intelligence is Self-Awareness, having a deep understanding of yourself, allows you to understand how you come across to others. To do this, take time to reflect on your thoughts, your emotions, what triggers you and your values. Make a conscious effort to do this at least once a day.

3. Seek feedback – An integral part of increasing your Emotional Intelligence is being able to take on-board feedback from others, even if this isn’t positive. Instead of getting frustrated or defensive, people with high Emotional Intelligence listen carefully to the critique, take the time to understand where this has come from, how this could be affecting others and how they can constructively improve or resolve this. The next time you receive critique from another colleague or a manager, follow these steps and you will notice the difference, not only in your own attitude but that of others around you.

Harnessing the power at the heart of your business

The potential to be gained by embedding key competencies within your individual employees and teams (and through every level of your organisation) is huge.

At Outlook Partnerships our mission is to bring learning to the heart of your business. We deliver results to businesses by developing their talent and creating exceptional leaders. Understanding the true value, power and impact of Emotional Intelligence is key to this – without our in-depth understanding of the subject, and the science behind the learning, we wouldn’t be able to achieve such positive results and create significant impact.

We have three learning workshops, that work hand in hand to provide your teams with the skills to reach their full emotional intelligence potential. These workshops are:

· Self-Leadership – The foundation to improving your Emotional Intelligence through managing your own outlook and reactions to situations.

· Motivating & Engaging Relationships – Learning how to create emotional relationships by understanding what motivates others.

· High Performing Teams – The backbone of any high performing team is consideration and awareness of other’s emotions. A team that responds to conflict or disagreements with a considered approach, instead of reacting on heightened emotions, is a team that will succeed.

If you would like to find out more, or to book onto any of these three workshops, please feel free to contact the team today.

Motivation and engagement are difficult issues to address, and if they aren’t tackled correctly, they can have a detrimental effect on your business. Maybe recently you have noticed an increase in staff turnover, absence through sickness, disciplinaries and customer complaints… If so, it could be because your staff aren’t feeling motivated or engaged within their role.

Less obvious signs might include a lack of respect or conflict amongst colleagues, managers or internal departments. Demotivation can lead to a lack of commitment to achieve results or deliver great service. In turn, this will see employees merely fulfilling their day to day duties, rather than going above and beyond what is expected of them.

We have put together some advice to help you spot the signs of demotivation, enabling the prevention of issues before they escalate.

Understanding the Cause

Focusing on how different individuals are motivated can benefit your team and business. It’s not necessarily what a business does that causes these issues, but how they make their employees feel during their time at work. By listening to what your employees want and need from you will help you to overcome these hurdles.

Feeling undervalued is often the root of the problem, but there could be many contributing factors to feeling this way. Having no career vision, not being valued, not being involved in business decisions that affect them, a lack of communication, a lack in development or career opportunities, feeling insecure and the biggest factor is the way they are managed by their direct leaders. In fact, belief in one’s leader is often cited as a major motivational factor in the workplace. Studies suggest that 70% of engagement comes from how employees feel about their direct manager, whereas only 30% of their motivation comes directly from their work.

Addressing these Signs

Understand what is important to your employees, build rapport and gain respect will enable you to address issues easier. To help meet the needs and expectations of your employees, you can ask for feedback on what is working well within the business and if there’s anything that needs to change to enable improvements. Not only will this create a happier environment, but it is also a great tool for adapting your management style, meeting individual requirements, inclusion and working effectively as one team.

Staying Motivated & Engaged

Employees can remain focused and motivated when treated with respect. By communicating and consulting with employees frequently, it will make them feel like they are adding value to the business. By receiving recognition for their contributions, employees will feel much happier with the desire to succeed. It’s important to remember that no individual is the same – take the time to talk to your employees and see what their future goals and ambitions are. You can then tailor a plan to suit them. A great way of implementing this is through monthly reviews or informal one-to-one chats and coaching sessions.

Need help?

Here at Outlook Partnerships we are experts in recognising how a lack of motivation and engagement can affect your business. P.E.O.P.L.E are our values and we believe in bringing learning to the heart of your business so people can become the best they can be. We have used the Strength Deployment Inventory® tool now for over 20 years, we believe that this is an amazing relationship tool to increase emotional intelligence and understanding of others. Our Motivating & Engaging Relationships Workshop is aimed at helping any employee to develop self-awareness of their own motivational values, their individual strengths and potential blindsides, as well as the ability to adapt their style. In turn, maintaining rapport, reducing conflict, communicating effectively and keeping staff engaged to increase productivity and bottom-line results.

Amanda has recently been interviewed on the topic of Motivation & Engagement in the workplace and the article has just been published. You can read this article here to find out more. If you would like to ask Amanda any further questions or to book a Training Review Meeting, to discuss how we can help you to improve your results then get in touch – we’re always happy to help!

Change can come in all shapes and forms and often leads to uncertainty, whether it be political, financial, or job security. The ambiguity that surrounds change can easily get out of hand and spread amongst your team members, in turn creating an unproductive and distracted team. As their employer, you will be the first person your team looks to for guidance, support and security during these times. To support your management of change and its difficulties we have highlighted some key topics below: –

Don’t leave people guessing

Change within a workplace can often create hearsay, equating to individual concerns. It is important as a leader to be extremely mindful of the observations made by the team, to understand how these can be neutralised and controlled. Honest and frequent communication is imperative, providing insight and clarity in uncertain circumstances. Empowering your employees’ and providing support whilst going through this time of change, strengthens your presence and respect amongst the team.

Let them know they’re not alone

As a leader it is important to deliver the compassion which employees need during times of change. A confident and transparent manager is able to portray care and concern whilst providing direction. The uncertainty that change brings can cause an emotional journey resulting in loss of sleep or increased stress. Employees will often compare themselves to others during these times, which can increase anxiety. Evaluating these mindsets will help you relate, and even share your own experiences with the team to show them they are not alone.

What can you do to help?

Try and put yourself in your employees’ shoes, you need to understand how they feel and get to the bottom of their concerns. A strong understanding of the attributes disrupting performance, and their attitudes will help provide insight to learn more about your employees. By adapting your leadership style, you are able to help employees stay on track. Organising 121 conversations can provide an opportunity for your employees to open up in a secure and safe environment. This will make your employees feel valued, forming a basis of trust.

Controlled change

Even small adjustments to a daily routine can help to reduce stress and support performance. By controlling the areas which can be controlled, enable you to help keep employees motivated and on track. You can offer support to accommodate flexibility, assistance with prioritisation of work and advise improvements to overcome distractions. Through focussing on understanding your team and the improvements you can make; you are able to maintain positive attitudes and keep your team grounded.

Look after yourself and others

Change in the workplace can cause a lot of stress amongst your team. The proven cures and productivity enhancers consist of three factors: sleep, nutrition and exercise. You should be encouraging your team members to look after themselves, this could be as simple as heading out on their lunch break, or spending lunch away from their desk. Although it isn’t your place to dictate what people do outside of work or in their lunch break, it is positive for you to give advice and it can really show them you care for their wellbeing.

Need help?

For more about managing change in the workplace then get in touch! Our Managing Change Workshop is designed for businesses who are going through a change and who need their change leaders to provide a clear direction, communicate effectively, motivate and engage with your employees, monitor progress and ensure that change is embedded. Our workshop will encourage your team to be focused, to feel calm, motivated and excited for change, instead of feeling anxious or worried. Click here to contact us.

When it comes to training staff members, we often look to the most knowledgeable or senior member of staff to impart their knowledge to others. In house, on the job training can be cost effective, however if trainers do not have the necessary skills to deliver their knowledge to others, then training will be unsuccessful. For this reason, Train the Trainer workshops are becoming increasingly popular.

Don’t play the blame game

It’s easy to pass blame onto the trainer when results are not delivered. Yet how can an effective training session be expected, if the trainer doesn’t have the right support or skill set behind them to deliver? The assumption that everyone can deliver effective training just because they are knowledgeable in a certain area of expertise, is a common misconception. It is easy to forget these trainers will have no formal qualifications in delivering effective sessions, which can lead to human error and confusion. This as a result puts increasing pressure and stress on the trainer to ensure they get it right.

What it takes to be a successful trainer

If you want to become a successful trainer, or want an employee to become one, it is important to understand the fundamentals of being an effective trainer.

A professional trainer will plan and conduct your training session effectively, they will provide an inclusive training course, so all learners will thrive at their own pace. If someone is being trained at work, it’s important to encourage engagement. At the beginning of training session expectations need to be communicated, in terms of how the training will be delivered, what is expected from them, so it doesn’t affect anyone’s learning. During these learning sessions, a trainer should assess trainee’s regularly to ensure that they are learning and developing and aren’t sat confused. It is a good principle at the end of a session to gather feedback, review what has worked well and areas for improvements to ensure results are continued to be achieved.

What’s included on our train the trainer programme?

Our Train the Trainer Programme will deliver the People 1st Licensed Group Training Certificate which is internationally recognised to develop quality in-house trainers. A highly participative and informal programme, which encourages discussions, exercises and group work inwhich everyone can practise their new skills. The two formal assessments included will provide valuable feedback, to ensure trainers are confident in delivering their own sessions in line with People 1ststandards. The course is ideal to improve trainer’s ability in designing and delivering professional training by providing a structured to enable them to convey an inclusive learner led training session.

Final thoughts…

Remember, the ability to train properly can affect your business, which will determine your teams’ level of success. Our ‘Train the Trainer’ programme will create training courses aligned to your business strategy. If you want further support or information on this course then get in touch!

Struggling to motivate your teams? Spending too much time reducing employee conflicts? Or perhaps your workplace is going through a period of change and it’s making staff retention a difficult task…

As a learning specialist, the successful growth and improvement of the teams you’re responsible for is paramount to your success. So we’ve been looking at the different ways in which businesses can prepare their teams for the future; whether that’s helping them to cope with change and uncertainty, or increasing their motivation.

Ensure your teams are suitably prepared for the future with these 3 steps…

STEP ONE: Increase engagement & motivation among your team

Struggling with a lack of productivity in your teams? Unmotivated employees or team members not working to their full potential has a direct impact on your business, because their productivity will decrease. It can be frustrating when this happens as it can lead to negative business results.

On the flipside, happy employees who feel valued are a real asset to any organisation. There are a number of ways you can effectively engage employees to be passionate about their work and the future goals of the business:

· Offer employee incentives– from sharing an employee’s success with the whole workforce, to bonus schemes; rewarding employees for work well done is an effective way to boost their motivation.

· Encourage teamwork & collaborative working – working with others can build trust among colleagues and build an employee’s confidence.

· Focus on training & development– this will show employees that the business is invested in their future; whilst upskilling them to prepare for their future role within the business.

We’ve explained this further (and provided even more tips!) in our blog post ‘How to improve productivity in your employees’.

STEP TWO: Manage change carefully

Change in an organisation can bring many headaches and frustrations such as a high turnover of staff. There can be a number of issues which create change within a workplace. Whether it’s changes in management and feeling there’s a shift in dynamics, or a feeling of uncertainty in the economy due to Brexit; it’s vital to ensure employees know how to handle change.

What can you do to help your employees manage change? Firstly, you need to have a plan. Start by identifying what changes are due to take place and clearly articulate which areas and more importantly, who will be affected.

You can then focus on what support employees might need in times of change. The best way to ensure they know how to handle change is to train them on:

· Recognising change

· Adapting to change

· Coping with the emotional journey change can bring

· Maintaining good communication levels throughout change

By making sure your employees can confidently handle change, they will be ready for whatever is in store for the future of the business.

STEP THREE: Build & develop successful teams

Is your precious time being eaten up by reducing conflicts between employees? When employees don’t work together to form a cohesive team, it can cause disruption to not only employees, but to your working day.

By following steps one and two, you’re already halfway to building and developing successful teams, that will be prepared for the future of the business. But what can you do to ensure everyone in the business is aligned to work together and create a high performing team?

The answer: Train employees to work as an effective team!

We provide a workshop that equips employees with the tools and techniques required to build and develop successful teams. From learning how to reduce conflict and work together to achieve the goals of the business, discover more here.

Final thoughts…

If you’d like further support with preparing your teams for the future, we provide three learning workshops that can support your teams with each of the above steps.

· Motivating & Engaging

· Managing Change in the Workplace

· Building & Developing Successful Teams

Starting from just £225 per person, these workshops have been proven to achieve results for your business. Our expert trainers will deliver the workshops in a venue of your choice, for up to 12 employees.

Register your interest or book your workshop today!

Communication is key in any workplace and most individuals complain that there is never enough communication. Good communication is what separates a great influencer from a poor one. If your audience fully understands what you’re communicating then it will eliminate potential downfalls and misunderstandings thus creating a happy, healthy and peaceful work environment.

But how do you know if you’re communicating effectively? Well, below we have highlighted some key points to get you on the right track…

1. Have a Two-Way Conversation

An email might seem less scary to send, but there’s always the chance of it being missed or the message getting lost in translation. Remember that people might read your email in a different tone, so what you think might be a joke can sometimes be misread. By having a two-way conversation either face to face or just by picking up the phone you will be able to convey the subject matter clearly and with ease. In our workshop we will examine the different communication channels that work best for you and others.

2. Encourage Discussions As an effective communicator you need to ensure that your audience is comfortable with communicating openly. Their opinions matter and when people are asked to give feedback, they feel valued. Open meetings and one on ones can improve confidence for people to speak up, get involved and contribute. This is something we cover in our ‘Communicating & Influencing with Impact’ workshop as we look at how to build effective rapport and how to develop a coaching structure for effective communication.

3. Positive Body Language It’s important to be aware of your own body language at work. You should communicate with a positive physical presence, such as maintaining eye contact, confident stance, being open and have a good balance between asking questions and listening attentively. If you want to increase your own self-confidence when communicating or learn how to motivate, engage and influence others, then our workshop can teach you all the do’s and don’ts.

4. Keep it Simple with Powerful Visuals There’s nothing worse than communication full of jargon, that loses your audience’s attention. You need to be aware of what you’re wanting to achieve and the background of your audience. If you want to leave a lasting memory then powerful visuals can play a role, a picture paints a thousand words. They don’t have to be complicated and often keeping things simple can be more powerful. A lot of people respond better to visual information, so keep this in mind when communicating to groups of people.

5. Points of Action

Great communication isn’t just the exchange of information. Great communication is the ability to influence others to think, feel or behave differently. End your communication with clarity of what you would like to happen next, consider how everyone in your audience can make a difference and be clear about expected timeframes of when things need to be done by. Following up on agreed actions are also important, so everyone knows you will deliver what is promised and there will be a discussion on anything that hasn’t been achieved. We can help you to identify your primary and secondary objectives, your points of action and how to influence with impact through our workshop.

Final thoughts…

Your ability to communicate determines your level of success. If you aren’t effective at communicating or influencing others, then our ‘Communicating & Influencing with Impact’ workshop is a must for you and you will learn some powerful tools and techniques to reach your goals and ensure success.

Effective communication will make your job so much easier, it’s a skill everyone should have. If you want to learn more about our workshops, then get in touch here.

Designed by industry experts with decades of training experience, our Learning Workshops provide long-term results for your employees, and for your business. Why not take a browse of our ‘Top 10’…

Building & Developing Successful Teams

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Communicating & Influencing With Impact

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Managing Change In The Workplace

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Minimising Conflict

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Time & Self Management

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Performance Management

 

Motivating & Engaging

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Presenting With Confidence

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Self Confidence & Assertiveness

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Train The Trainer Certification

Let us bring learning to the heart of your business. Get in touch with a member of our expert team to find out more.

At Outlook Partnerships we know it can be a struggle to push your team towards performing better. Building a team requires a great deal of effort from everyone! As a company who brings learning into the heart of your business, we have highlighted five points below to help you build an effective team.

1. Understanding What An Effective Team Is

Everyone has different strengths and weaknesses, so a flawless team doesn’t exist. However, there are some methods you can implement to ensure your team is working as well as it can. Having clear objectives and communication is vital. If you aren’t clear on what is needed, then how can you expect others to understand what is required of them? Cooperation is also needed to ensure the team is accomplishing things together. After all, TEAM stands for ‘Together Everyone Achieves More!’

2. Establishing Leadership

To build a successful team you need employees to trust the decisions you make, which is why leadership is so important. By establishing leadership, you are pushing your team to work effectively. This doesn’t mean forcing authority, but there are simple steps you can take to help establish leadership. These include: transparency when it comes to decisions, delegating tasks and responsibilities, communicating business goals, and by simply being honest and friendly.

After hearing the struggles that leaders face with their teams, we developed our ‘High Performing Teams’ workshop, which is great for:

· Experienced business managers building a new team.

· New management who want to gain ownership and commitment with a team.

· ​Any manager who is looking to develop their team building skills.

3. Connecting Team Members

Good relationships are key to building an effective team. Although people can work well individually, they need to work just as well as part of a team, otherwise they will end up frustrating themselves and others. As a leader you must evaluate the way your team works together and be aware of potential conflicts within the team. Your role is to talk through and solve any issues in the best possible way. You can encourage a better working environment by introducing wellness programmes.

Our workshop also helps to develop your team and build effective, long-lasting team dynamics by learning how to reduce conflict and increase productivity.

4. Team Monitoring & Reviews

Sometimes you need to sit back and evaluate your team to understand what they need to become great. By setting goals for team members you can measure how well they are working. By having monthly or quarterly reviews it will allow you to have an in-depth discussion about what is and what isn’t working. Our ‘High Performing Teams’ workshop can help you identify your ‘Team Champion’ and how to utilise their strengths. It also helps you learn how to recognise the difference between a group of individuals and a cohesive team.

5. Team Building

Team building activities are proven to help build effective teams. They don’t have to be costly and can help develop strong internal relationships and inherit a sense of community/ team spirit. Team building activities can be anything from having a chat over a cuppa, brainstorming solutions to fix a problem or doing something as a team to raise money for charity. These activities are built to promote leadership, teamwork and performance skills as well as providing a fun day for your staff to help them unwind and remember why they love working at your company.

Final Thoughts…

It is your most important responsibility as a leader to build an effective team. Teams develop through the forming, storming, norming and performing stages and you can guide and influence the team to become high performing by knowing the right tools and techniques and having a little help. The tips above are a great starting point but our ‘High Performing Teams’ workshop is a fantastic resource to ensure success within your organisation and help you to reach your goals. Heading up a really effective team will also make your job easier!

If you want to learn more then get in touch here.

Not everyone can perform to 100% all of the time. That’s okay because we’re only human! However, if it becomes consistent it will start to cause problems. Not only with the work being produced, but it can also affect team morale and lose your business money.

At Outlook Partnerships, our mission is to empower individuals to deliver incredible business results. Our job is to make yours easier, even if it’s overcoming complex managerial issues like managing underperforming teams.

Keep reading for our top tips on managing underperforming team members.

Identify the problem – don’t just jump to conclusions

Don’t just assume that someone is being lazy or doesn’t want to work. There could be many contributing factors to this. They might be having problems with their home life, or even with another team member. Setting up a 1-2-1 is a great idea as this can give you time alone to discuss any worries you both have and will make it easier to handle any difficult conversations that may arise.

Question your own work

If you have more than one underperforming employee, you shouldn’t only question them, but also yourself. Your team should know what is expected of them, if they’re not living up to expectations then you should also review your own clarity.

You can do this by asking yourself:

• Have all employees had a clear brief and know what you expect?

• Do they understand consequences of not performing?

• Are they up to date on training?

Training

Downfalls can occur when an employee hasn’t had the appropriate training. There should be an appropriate verbal and written brief, or step by step guide they can refer back to. Make sure your instructions are clear. Ask current employees if there is an area of training they would like to improve on. This will ensure that your employees have the skills and knowledge needed to benefit your company.

Set measurable goals

Be specific when highlighting underperformance. You need to show exactly where the problem falls. Use figures, targets or your company handbook to show employees how they are not complying with what is expected.

It’s equally as important that you give the team member a goal to strive to. Creating measurable performance objectives can help guide a team member and will give you something to measure their performance against moving forwards. Be sure to set meetings to check back in regularly with the team member to see how they are getting on.

Incentive and motivation

It’s always important to keep your team motivated. If appreciation is not shown, employees can lack enthusiasm. It doesn’t have to be costly, a simple “thank you” or “good job” can go a long way.

To incentivise people to achieve their goals you could try running an internal competition, for example the employee who receives the best customer feedback, standard or works collaboratively with the team to hit targets or sales, you could try running an internal competition. A little competition in the workplace can be very healthy!

Do you need more assistance with managing underperformance?

If you feel you need to focus in more depth on how to manage underperforming team members, our Learning Workshop ‘Managing Performance & Handling Difficult Conversations’ has been created to offer you further guidance.

Does this sound like something you could benefit from? If so then book onto our workshop. Priced at £225* per person, this 1-day training course can be delivered by one of our expert trainers, in a venue of your choice, for up to 12 delegates. Let us bring learning to the heart of your business, book your place here.

*Learning workshops are priced at £225 per person, per day excluding workshops with profiles which are priced at £295 per person, per day. These prices are based on a booking of a minimum of 8 delegates per learning workshop and exclude Learning Consultancy travelling expenses and VAT.

Did you spend time last year playing catch-up and wishing there were more hours in the day? The answer isn’t necessarily making more time for the tasks you have on your to-do list, but organising them in a better way and maximising the time you already have.

By effectively managing yourself and your time, you can take the first steps towards reaching your goals.

Evidence suggests that putting off important tasks causes stress, and this additional stress contributes to negative psychophysiological impacts on the body which increase our vulnerability for illness. Previous research has linked chronic procrastination to a range of stress-related health problems such as headaches, digestive issues, colds and flus, and insomnia.

So, here’s a few tips and techniques on how to effectively organise yourself: –

1. Realistic Personal & Professional Goals

Start by dedicating time towards looking at what you want to achieve as the year progresses, both personally and professionally.

Planning your aspirations will help you to manage yourself and your time and make those goals more tangible. And of course, give you something to be accountable for!

By keeping yourself happy and content in your personal life, you can transfer that sense of success into your business, and in turn, achieve your professional goals.

2. Check-In with Yourself

Everyone has a specific time or period of the day when they are at their most productive. Save this time for the tasks which need greater focus or energy and plan your day or week with these periods of time in mind.

As you go through your typical working day or week, be mindful of your own performance and ask others to give constructive feedback. Nobody is perfect but taking time to reflect on your performance will give you an idea of the areas to improve upon for next time.

Once you’ve identified your areas for improvement, ask yourself what you could do differently and be open to new ways of working. This could include making use of different information sources such as podcasts (which you can listen to in the car or on the train) and websites to get inspiration and advice and use the tips which suit your way of working.

3. Have you tried the 4MAT Model?

The 4MAT Model encourages you to ask yourself four key questions:

1. What do you specifically want to achieve? And how will you know when you have achieved this? Your evidence of success.

2. Why is it important that you achieve these goals? What’s in it for you? What are your individual drivers? These will help you to stay motivated and on track when things get in the way.

3. How are you going to achieve your goals? Remember to stay open minded with this question, as circumstances change and the more flexible you are with your plans, the more successful you will become by adapting to situations.

4. ‘What if’ questions will help you to think about other options if circumstances change and help you to stay on track in all eventualities.

In other words, the 4MAT Model combines the logical and creative ways of learning together. By doing this, we can gain a clearer picture of how we can effectively manage ourselves and adapt our approach to managing our time.

Keep the 4MAT Model in the forefront of your mind as you go through that period of transition. It’s one thing to create a plan or write down practical steps to take, and another to actually implement them.

4. Manage yourself and your time this year

Here at Outlook Partnerships, we can also help you to become more productive, our 2-day Self-leadership workshop will help you get a better handle on your priorities, share best practices on how others get things done and give you new techniques so you can achieve what you want to this year.

By putting you and your way of learning first, we can show you the steps you might need to take, then the rest is down to you! Find out more and book your place here.